We Read Gallup's 2025 State of the Global Workplace Report, So You Don't Have To
- ZEST
- 6 days ago
- 4 min read
Gallup’s Annual Report is 142 pages... So we summarized it for you. To read the full Gallup report, please click here.
Global engagement is in trouble. Well-being is sliding. And the cost is measured in trillions.
Gallup’s 2025 State of the Global Workplace report shows a workforce under pressure — and managers are at the heart of it. But the data also points to clear, science-backed solutions that organizations can act on now.
This isn’t a story about disengaged employees. It’s a story about how leadership is (or isn’t) evolving to meet the moment.
What Does Engagement Actually Mean?
Before diving into the numbers, a quick reminder: engagement isn’t about satisfaction or happiness. It’s about whether people feel connected to their work, their team, and the goals of the organization.
Gallup measures this through the Q12, a set of 12 questions that capture the essential needs of employees. The higher the scores, the more engaged — and productive — the team.
Read The Gallup Q12
I know what is expected of me at work.
I have the materials and equipment I need to do my work right.
At work, I have the opportunity to do what I do best every day.
In the last seven days, I have received recognition or praise for doing good work.
My supervisor, or someone at work, seems to care about me as a person.
There is someone at work who encourages my development.
At work, my opinions seem to count.
The mission or purpose of my company makes me feel my job is important.
My associates or fellow employees are committed to doing quality work.
I have a best friend at work.
In the last six months, someone at work has talked to me about my progress.
This last year, I have had opportunities at work to learn and grow.
These may seem basic. But when these needs aren’t met, disengagement follows — and it costs organizations, big time.
Global Engagement Dropped to 21% in 2024
Last year, only 21% of employees worldwide were engaged at work — down from 23% the year before. That’s one of the steepest declines in over a decade, matched only by the dip during the COVID-19 lockdowns.
This drop cost the global economy $438 billion in lost productivity.
The primary driver? Manager disengagement.
Overall manager engagement fell from 30% to 27%
Young managers (<35) saw a 5-point drop
Female managers saw a 7-point drop
Meanwhile, individual contributor engagement remained flat at 18%
And the link is direct: when managers disengage, their teams follow. This isn’t just true within organizations — it shows up at a country level. Nations with less engaged managers also report lower engagement across their workforce.
Life Satisfaction Is Down — Especially for Managers
Gallup doesn’t just measure engagement — it also tracks how employees evaluate their overall lives. In 2024, only 33% of employees described their lives as “thriving”, down one point from the year before.
Once again, managers are suffering most:
Older managers saw a 5-point drop in life satisfaction
Female managers saw a 7-point drop
Meanwhile, individual contributors saw a slight improvement
In regions like the United States/Canada and Australia/New Zealand, where life evaluations were historically high, scores are now falling fast.
This matters, because work and life are no longer separate spheres. When people feel stretched, unsupported, or under pressure at work, it shows up everywhere.
Daily Emotions Reveal a Workforce Under Strain
Gallup also asked people how they felt the day before. Here’s what came back:
40% felt stress
23% felt sadness
22% felt loneliness
21% felt anger
These are not fringe signals. They’re mainstream, daily emotional experiences for nearly half the workforce.
One number worth watching: 22% of employees reported feeling lonely yesterday. That number has risen 2 points — and it says a lot about hybrid work, disconnection, and the need for stronger team bonds.
Europe Still Lags in Engagement
Regionally, there’s progress in some places — but stagnation elsewhere.
Region | % Engagement (2024) | Change (in pp.) |
United States & Canada | 31% | -1 |
Latin America & Caribbean | 31% | +2 |
South Asia | 26% | -3 |
Post-Soviet Eurasia | 26% | +2 |
Southeast Asia | 26% | +1 |
Australia & New Zealand | 23% | +1 |
Sub-Saharan Africa | 19% | -1 |
East Asia | 18% | 0 |
Middle East & North Africa | 14% | 0 |
Europe | 13% | 0 |
Europe has consistently ranked at the bottom for engagement — and nothing changed this year.
Three Actions Leaders Can Take Today
Despite the troubling data, Gallup sees hope in the numbers. Some organizations are achieving 70%+ engagement — and the productivity potential is massive.
If 100% engagement seems unrealistic, what if we get to 70%?
If global engagement rose to 70%, Gallup estimates an additional $9.6 trillion in productivity, the equivalent of 9% of global GDP.
Here are three science-backed actions for leaders and HR teams to prioritize:
Train your managers (it cuts disengagement in Half)
Only 44% of managers worldwide say they’ve received management training. Yet the data is clear: Managers who are trained are half as likely to be actively disengaged as those who aren’t.
Teach coaching, not just delegating
Managers with coaching skills boost performance by 20–28%. Don’t assume these skills are innate — they can be taught, and they matter more than ever.
Support manager well-being (it’s a multiplier)
Manager well-being rises from 28% to 34% with training. But if that training is paired with ongoing support, it jumps to 50%. That’s not a side benefit — it’s a direct line to healthier, higher-performing teams.
It’s Not About Perks. It’s About People.
The world of work has changed — but many management habits haven’t.
This report isn’t a list of employee complaints, it’s a blueprint for action. The gap between average and outstanding workplaces is growing. And the difference comes down to how leaders show up — for themselves, and their teams.
If we want engagement and well-being to rise, we need to start where it all begins: with the manager.
To read the full Gallup report, please click here.
Source: Gallup. (2025). State of the Global Workplace: 2025 Report. Gallup, Inc. https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
